Posts

There tends to be a specific order to recruitment. First, a job opens up, either because someone is leaving the company or there is a specific need that a new employee can address.

Then, there is some advertising. Some companies advertise on job boards, others advertise on their website, others advertise on LinkedIn, but no matter what you do, chances are you’re posting the job somewhere.

Then you collect applicants, followed by some review, an interview, and then the hire.

Every company goes through some variation of this process, and while some parts may change (for example, you may invite someone you met at a conference to a job interview rather than advertise), the basics are the same.

So for the company that has struggled to find employees that are truly difference members, you may be wondering: If everyone uses roughly the same recruitment process, how can you find better employees than your competitors?

How to Hire Better People

If your company recruits the same way as every other company, it’s unlikely that you’re going to find better people. That means that it’s up to you to see where you can improve and what you can change to make your recruitment process better. Luckily, there are many different opportunities out there, including:

Self-Selection – Add a requirement to your applications (extra work that helps you learn more about the applicant) to weed out those unwilling to put in extra work.

Employer Branding – If you brand yourself as a great employer, you’ll be more likely to attract better talent, including passive talent.

Measure Objectively – Find ways to measure how valuable specific questions are, specific strategies are, and more so that you can cut anything that isn’t helping you hire.

Use Dedicated Recruiters – It is a lot harder to manage recruitment when it is performed by those with other roles. Use in-house recruiters or recruitment companies with that expertise.

Plan Your Interviews – Much like measuring, you should know in advance what you’re looking for. It’s hard to find the ideal employee if you don’t know how to find them. Having a plan helps.

Train – Sometimes the problem isn’t who you hire. It’s what happens after. Have a strong onboarding/training program that ensures you get the most from each employee.

Write Better Job Ads – There are better ways to write job ads (and where you advertise them). Write in a way that appeals to the people you want, where they are.

Be Proactive – When you can’t find the applicants you want, go out there and try to find them on your own. Be active. Find ways to get noticed by the people you want to notice you.

There are always opportunities to improve your recruitment process, even if it seems like yours is the same as everyone else’s. Every opportunity to improve means that you’ll be more likely to find quality employees in the future.

http://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.png00Saxon Marsden-Hugginshttp://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.pngSaxon Marsden-Huggins2017-12-11 09:17:432017-10-17 17:22:35What Can Your Company Do Differently?

Within the recruitment world, there is a frequent debate about which is better: experience, or youth. Most of the time experience wins out. Although there are some companies that prioritise younger employees at the expense of more experienced employees, most companies still look at a resume/CV and, the more experience they see, the more they want to hire that person.

If your company is considering hiring younger employees, however, there are ways to get even more out of their employment. One such strategy that is becoming increasingly popular in business circles is known as “Reverse Mentoring.”

What is Reverse Mentoring?

We all know the idea of mentoring – an experienced employee takes a younger employee under their wing, and teaches them how to adapt to the business world. Mentoring has always been seen as a highly advantageous way to encourage a young employee’s professional growth. Indeed, some of the greatest minds in business today had mentors, including Richard Branson, Robert Herjavec, Mark Fields (CEO of Ford), and more.

But there is a new strategy that more businesses are starting to integrate: “Reverse Mentoring.” With reverse mentoring, the young employees that enter the company take on a mentorship role of their own. Part of their job involves training baby boomers, and other more experienced employees, on technology, social media, and new strategies/ways of thinking that can help them improve their business talents.

These days, more and more roles can benefit from things like:

Social Media – Sales, networking, marketing, customer management – social media can play a role in many different industries, and young employees tend to be particularly adept at using it correctly.

New Apps/Software – Young employees are more likely to be familiar with technology which can improve productivity. For example, Slack, Trello, Dropbox, and more, that experienced employees are unlikely to be aware of.

Latest in News/Strategies – Younger employees are more likely to be up to date in the latest advancements in the field. For example, the switch from direct mail marketing to inbound marketing is something that a millennial employees may be more aware of integrating.

These are all just some examples of the training and guidance that young employees can give to baby boomers.

Benefits of Reverse Mentoring

The primary advantage of reverse mentoring is its ability to train experienced employees on some of the strategies that are currently being used today in their industry. Whether it’s social media or some other type of service or software, training people with less experience in the newest techniques and strategies can be highly advantageous for both the employee and your company.

But there are other benefits of reverse mentoring as well, including:

Improve Communication – Reverse mentoring has the potential to improve communication between older staff members and younger staff members in a way that benefits both. The more they each understand what strategies they have been using and the mindset they bring into the work, the more likely they will be to find new and easy ways to communicate in the future.

Building Respect – Similarly, many experienced employees look down on massive change, and many young employees look down on “old concepts.” This can cause the two groups to see the other as a problem in their professional growth. Reverse mentoring helps to build respect between the two parties, and the merits of both strengths.

New Concept Integration – It’s one thing to start a new concept. It is another to integrate it into the existing framework. By having baby boomers and young employees connect, both can figure out how to effectively integrate it into what already exists within the workplace for a more seamless transition.

In addition, although the reverse mentoring relationship is designed to help the baby boomer, there is some evidence that it can also help the young employees as well, who learns from the person they’re mentoring while they’re teaching them the new programs.

Integrating Reverse Mentoring Into Your Business

Even if you don’t make an effort to hire young employees, or you already have a bunch of young employees on staff, reverse mentoring is still valuable. It gives you an opportunity to get more value out of your young employees, improve the strengths of your older employees, and create a culture in the office that can help everyone work better together.

If you’re interested in hiring young employees that could be the next great mentors in your business, or you simply need to find new staff, contact Recruit Shop today.

http://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.png00Saxon Marsden-Hugginshttp://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.pngSaxon Marsden-Huggins2017-11-13 12:25:472017-10-03 16:26:08How “Reverse Mentoring” Can Help You Get More from Millennial Recruitment

Employee satisfaction is quickly becoming the secret to better recruitment. Finding the right talent is critical. But every person you hire has a range of possible outcomes. The more satisfied your employee is in the workplace, the more you will likely bring out the best out of their productivity levels. The less satisfied, the worse they are likely to be.

Employee satisfaction is important for those at all stages of the company. Even CEOs need to have some degree of satisfaction in order to remain productive. But the need for better satisfaction may be especially important for entry level employees.

Preventing a High Turnover – Improving Productivity

Turnover rates among young employees and entry-level employees are at all-time high. More and more people are finding jobs and quitting them right away when they find they’re not happy with the work.

As your business recruits, you should strongly consider the steps you take to improve employee satisfaction, especially among these new employees or those that are taking in entry level jobs. Consider the situation the employee is in:

New Employee – Some entry level workers have never worked before, or have minimal work experience. It takes a considerable investment of time and energy to learn how to adapt to the new working environment. If they are not satisfied with their job, their chances of wanting to put in that energy are low.

Little Pay – Entry level jobs, by definition, offer less in the way of pay and benefits than the jobs they will receive as they move up the ladder. There is an obvious justification for this lower pay: they have less experience, which means they’ll probably bring less revenue. But it also means that you, as a company, are offering less to keep them around and interested. Pay is a big motivator for reducing turnover. The less a worker relies on your for pay, and the more they feel like they can replace your pay easily, the more likely they will leave if they are unsatisfied.

The Factors of Satisfaction – If you look at what causes poor satisfaction in entry level workers, you’ll often find that they are issues that also affect productivity. For example, one of the leading causes of poor satisfaction is a lack of training/onboarding. This indicates that if you are not actively looking to create engaged, satisfied entry level employees, there may be other factors at play affecting their productivity as well.

In addition, your goal when you hire any entry level employee is to help them move up in the company, build word of mouth marketing, speak highly of you to other workers, and more. If they’re not satisfied early on, their chances of growing within your company are very low.

Prioritise Satisfaction at All Levels

Employee satisfaction is not just for employee longevity. It should be considered a part of recruitment, especially for entry level employee forming their first opinion of your company. If you want your new hires to succeed, and you want to attract more employees in the future, prioritise employee satisfaction.

Quality recruitment does not end at the new hire. Onboarding – your ability to train the employee and help them integrate with your company – plays a huge role. So does employee engagement, where new hires that feel like they are really a part of the company are more likely to put work into helping it succeed.

Employee satisfaction is another factor that plays a role in your recruitment. When you hire someone, it’s important to prioritise their satisfaction in order to improve their productivity.

But employee satisfaction is unique, in that, if you know what you are looking for, you can actually make an effort to hire employees FOR employee satisfaction – bringing those on board that are more likely to bring satisfaction into the office.

Tips for Employee Satisfaction Recruitment

If you want to hire people that are more likely to be satisfied employees, consider the following tips and strategies:

Know the Job – One of the first mistakes you can make when it comes to hiring for satisfaction is hiring the wrong person. If you hire someone that is simply not right for the position, you can virtually guarantee that they will be unsatisfied in the job. Try to figure out who your ideal employee is – the one that will not only do the best work, but will also genuinely want to do that work. Find that employee, and satisfaction at the job is much more of a guarantee.

Find Your Fit – Every company has a culture. Understanding that culture can help you figure out who to hire. If you’re a more relaxed workplace that does a lot of charity work, you’ll want to find someone that fits that role. If you’re a quiet place where people tend to keep to themselves, you may want to find someone that fits there as well.

Do Your Research – You always want to do whatever you can to avoid bias, and unfortunately, it is not uncommon to have biases you don’t even realise. But at the same time, the person that applied to the job likely has social media accounts, an online footprint, and more. It is in your best interests to consider looking at what you can see about the applicant and checking if you think they’ll be a good fit. Just be careful not to avoid hiring someone because of any biases.

The Value of Personality – Personality matters. Given two equally skilled candidates, the one that seems to have more positive, happy qualities is probably the one that is going to feel better working at your company (assuming your culture supports these qualities). At a minimum, try to ask some personality/character questions at the job interview to learn more about their mindset, and don’t be afraid to contact references, people that know the candidate, etc.

Write a Description That Speaks to Them – Similar to knowing the job is writing the description. Speak to the type of workplace you are. Be descriptive about what makes unique and interesting, and try to be honest about your best strengths. If you speak to the right people, you’ll attract the right people.

Employee satisfaction is generally something that takes place in the workplace. But with the right recruitment process, you can find someone that is more likely to be someone that scores high in employee satisfaction once hired. Since that same satisfaction plays a strong role in productivity and retention, it is in your best interests to look at your current recruitment process, and see if there are ways to identify the candidates that are the most likely to be satisfied.

For jobs that come face to face with a consumer, it’s not uncommon to try to focus your hiring efforts on those that seem like they offer the best customer service. Certainly, that is important, as customer service is a skill that not everybody has.

But you may also want to take a look at the candidates who are likely to enjoy working for you – those that are more likely to have greater levels of employee satisfaction.

How Employee and Customer Satisfaction Are Linked

Employee satisfaction is a distinct measurement, and it is often related to how you’ve developed your company culture, your pay, your services, the work itself, the people you’ve hired, and more. The customers play a role (especially if they have frequent contact with the employee), but most of employee satisfaction is dependent on you as a company.

Customer satisfaction, however, is dependent on essentially two things: the quality of your products/service, and the employees that handle their needs. There may be other, minor factors that play a role, but the primary drivers are your products/services, and your employees.

Now, hiring for skilled customer service staff members is a great start. But you should also pay attention to how likely the employee is to be satisfied in your workplace. That is because satisfied employees will be:

Happier – Customers want to buy from happier people. Employees that are satisfied with their job are more likely to be able to feel happy at work, and in turn, pass that happiness onto the customer in ways that improve their experience.

Harder Working – What many businesses forget is that, while customer service matters, so too does skill and talent. An employee with only moderate customer service skills that excels at getting their job done (for example, a cashier that is bad at small talk but gets people through the line quickly) is going to make for happier customers, who will find that they are better able to get what they need.

Stronger Relationships – Regular customers create relationships with staff members. They recognise them. In many ways, it is a part of branding. A satisfied employee is less likely to leave, which in turn means that they are able to create relationships with your customers that helps attract them back to your store.

These are just some of the many different direct and indirect ways that employee satisfaction is directly related to the satisfaction of your customers.

Hiring for Employee Satisfaction

You should already try to hire for customer service talents. But pay attention to who you think will be more satisfied in the workplace. A large component of customer service is employee satisfaction, so hiring someone that is more likely to love their job can help make up for some small deficiencies in customer service.

There is a new trend in business, and every company small or large should pay attention. For years, businesses had a “customer first” strategy. The customer is ALWAYS right. Every employee had that idea drilled into their minds from the moment they first started working, and nearly every company in Australia prioritised customer satisfaction above all else.

But times are changing. The customer is still highly valued. But more and more businesses are realising that investing in PEOPLE is getting them better results than investing in CUSTOMERS ever did, and if you’re a business looking to be competitive in today’s market, you should be following this trend too.

The Importance of Employee Satisfaction

It is no longer an industry secret. Companies that value their employees are more likely to have satisfied customers and get the best return on that investment. This has now been proven time and time again. Consider the following:

One employee affects thousands of customers. One customer affects one customer.

Productivity is directly related to employee satisfaction and engagement. Happier employees get more work done.

One upset customer affects at most one or two employees. One upset employee can create a toxic culture that affects all other employees within the company.

Employees that are engaged and satisfied are frequently willing to do more. Customers that are engaged and satisfied are not as likely to purchase more.

These are only a few of the many reasons that investing in employees and taking an “employee first” approach makes so much sense. Although you should never ignore your customers and their needs, happy, energised, engaged, and skilled employees are going to be far more important for your business than any one customer will be.

How to Invest More Into Your Employees

This trend of valuing employees starts with recruitment. Replacement employees do not grow on trees, nor should any employee be hired simply to fill the position. At Recruit Shop, we – and by extension, your company – look to hire not only the most talented, but also those that have the most potential, and it’s critical that your company also looks for employees that they are going to truly value in order to make sure they’re getting the right people for their business.

But there is much more to this as well. Your company should continue to look for ways to maximise employee engagement and find ideas that help you seem like a better more desirable employer than other companies offer. Every company should have genuine reasons for an employee to choose you, with fun, interesting, and valuable programs, including ideas like:

Unlimited Vacations

Work from Home Options

Gyms and Game Rooms

Flexible Scheduling

Training and Educational Opportunities

Fun Workplace Competitions

Paid Activities

Better Performance Measurement

Easy Lateral Movement

Company Volunteering or Charity Days

Companies have started to become even more inventive, with craft beer Fridays, paintball competitions, paid wellness rewards, and so much more. Many of these ideas can also be free, such as allowing employees to choose a mascot for the business, or having them name the break room.

It’s not important what strategies you choose. But it is important that this is a genuine priority to you and make it a significant part of your company culture.

Happy, Better Employees

Investing more into employee satisfaction is the newest trend in business, and it’s become one of the most effective at improving your revenue and making your company successful. Take the time to value each and every employee, and you’ll not only see happier workers – you’ll see happier customers as well.

Many companies think recruitment is all about who you bring on staff. But that is not the case. Often recruitment is about who you KEEP on staff. You can hire all of the best and the brightest, but if you’re not retaining them then their value doesn’t help you in the long term.

When it comes to figuring out how to best determine what will help employees stay, you won’t get the best answers from your current employees. They have an incentive not to be completely honest, since they don’t want to hurt anyone – and may not even know what their needs are, other than money. Instead, you need to ask those that are in the best position to be honest about what would make your company better. For that, you have to look at those that are leaving – or have left – your company.

Employee Exit Research

You can learn far more from those leaving your company that you can from those currently employed. Those leaving the company have all of the features that you need in order to gain real insight into you and your office:

They Are Your Target Demographic – You are trying to determine what will keep people within your company. Your target demographic is the people that have decided you’re not worth working for anymore. The people that have exited or are in the process of exiting your business. It’s very hard to find that specific a demographic and learn from them, but that’s what you can do with the employees that have left.

They Have Less to Lose – There are certainly difficulties in getting anyone to be honest, even those that have left the company. But you are far more likely to get honesty from those that are leaving than from those that still need to work for you and don’t want to ruffle any feathers. That’s honesty that can help you with your decision making process.

They Want to Share – Rarely does someone leave a company and have no desire to say something to their old employer honestly. They may not want the fallout, which is why they don’t leave with a giant note about everything you did wrong. But they likely have things they want to say, and so asking them gives them that outlet they wanted.

It’s clear that you can learn a great deal from those that leave the company, and the larger your company the more valuable that data is.

How to Gather Data On Lost Employees

If you ask those former employees why they left, what you have is a lot of actionable data – genuine, real answers that aren’t existential – these are the actual reasons that they left, which you can then use to learn more about how you can build your business to reduce turnover in the future.

So whether you use surveys or exit interviews, it’s a good idea research the employees that leave, as they may be the most valuable feedback that you receive.

However, you still need to make sure you’re going about it the right way. You cannot simply ask them why they left, because if you do it wrong you may still not get an honest answer – after all, most people leaving the company do not want to hurt people or burn bridges. So consider the following:

Make it Anonymous – Have a third party conduct the data collection or allow for an anonymous survey that won’t be checked for a pre-determined time so that people can give honest answers without it getting back to them.

Make it Matter – Don’t bother conducting the research if it’s not going to cause changes to your company. Over time, those leaving the company will remember that you made changes because of exit surveys, and they’ll know that their voice counts should they decide to move on.

Make it Worth Their Time – Find a reason to make sure they should fill out the survey, such as a paid incentive. If you can’t come up with a good incentive, then find a way to make sure that the person feels valued for their information.

The more you research these lost employees, the more you’re going to learn about what’s going on in your business that you may not know about, and what you can start doing to improve employee longevity.

Get and Keep Employees

Recruit Shop can help you get more employees, but once they’re on staff, it’s going to be up to you and your organisation to find ways to keep them. That means keeping an open mind, knowing that you don’t always know what’s going on in your workplace, and treating each and every employee that leaves the company – even if you didn’t think they were the best at their jobs – as though they have something to say, and you want to learn from it. Once you do that, you’ll find ways to help keep your employees for longer.

http://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.png00Saxon Marsden-Hugginshttp://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.pngSaxon Marsden-Huggins2016-03-25 18:33:142016-11-03 12:19:11Learn From the Leaving: Why Your Lost Employees Are Your Most Valuable

It’s a new year. For many people, the new year represents resolutions. This year they’re going to eat healthier, exercise, travel, or find a new job.

As an employer, that last one should scare you. In fact, you should have your own resolution – to make sure that each and every one of your employees is happy.

Why You Want Happy Employees

You want your employees to be happy. It’s not just because happy employees work harder (they do) or because happy employees are better to work with (they are). When your employees are happy, your company always benefits:

Happy Employees Don’t Quit – Employees that are happy are usually employees that are loyal, and you want all of your employees to be loyal – even your worst ones – because as soon as an employee quits you start to lose out on all the production they could have provided, and start losing even more money trying to replace them.

Happy Employees Attract Talent – When your employees are happy, they tell their friends about their work, they write good stuff online, and they recommend jobs to friends. Employers that go out of their way to improve satisfaction find that that satisfaction attracts other talent.

This is all in addition to the increase in productivity that is usual with most satisfied employees, and the branding and marketing opportunities that satisfied employees provide.

How to Make Your Employees Happy

Employee satisfaction should be your priority. But how do you make your employee happy? Paying them more is a good place to start, but that may not be realistic with all of your staff. Luckily, there are many other simple ways to make your employees more satisfied.

Be Different – It starts by simply being different in some way. Offer something that they know, without a doubt, that they can’t get many other places. People want to believe that their workplace is different. Add exercise equipment to your breakroom, or have craft beer Fridays, or offer plane tickets in addition to vacation time. Offer something different that benefits the employee and you’ll improve their satisfaction.

Have Group Events – Building comradery among other employees is also important for success. Make sure you’re encouraging chances for the employee to interact in ways that are genuinely fun. Trust building exercises and retreats can be nice, but bowling leagues/sports teams, genuine parties, and more can all improve connections in the workplace.

Train Thoroughly – It’s not just current employees, but new employees you add on this year that you want to be happier, and studies have shown that the best way to improve satisfaction is to get them off on the right foot with thorough and complete training. The more an employee knows and understands about the tasks they have to complete, the more satisfied they’ll be.

Measure Management and More – Everyone in your company should be measured for their attitude, behaviours, and how well they get the most from their employees or their work. You need to know if a manager is rude to their subordinates, or if an employee you thought was lazy is actually extremely productive and simply runs out of work. Knowing your staff can make sure you don’t make mistakes, since mistakes can instantly hurt satisfaction.

Create Growth Plans and Milestones – Most, if not all employees within a company want to be able to grow with it. Consider providing employees with a path towards growth – when can they get raises? What do they need to improve and accomplish before you’ll give them a raise or a new title? Giving people a long term plan is a great way to make sure that your employees feel like they should keep staying and keep growing.

In addition, companies can improve satisfaction by being open and honest with their employees, offering bonuses for revenue or individual performance, and making sure that your workplace has a good organizational structure.

Happy Staff, Happy Revenue Graph

Every business depends on its employees for success. This year, take the time to care about your employee’s satisfaction. It will pay off financially, and make you a more attractive employer for other talent looking for work.

The majority of businesses measure the satisfaction of their customers. Most companies have recognized the importance of understanding the way that clients perceive an organization, as well as what their needs and motivations are.

Yet very few companies take the time to measure the satisfaction of their employees, even though it’s their employees, not their customers, that have the greatest effect on how their business operates.

Encouraging an Engaged and Happy Staff

Employee well-being has slowly become increasing important as businesses and managers realized the direct link between a company’s long-term success and happy staff. Unhappy employees are less likely to work to foster a satisfied client base, and dissatisfied clients will directly impact your bottom line. Thus, measuring a staff’s satisfaction is critical for a number of reasons, including:

Increasing Productivity – Giving your employees the space to voice any concerns they are having and then acting on those concerns have a huge impact on staff. If done correctly, it can encourage increased dedication, productivity, and motivation.

Saving Time and Money – Unhappy employees are more likely to seek new employment or quit with short notice. Hiring a new employee is expensive and time-consuming and will cost your business money.

Uncover Issues Quickly – There may be times when serious issues go unspoken but continue to simmer. Conducting anonymous surveys can help to collect honest feedback about management and lingering issues that need to be addressed.

Direct Organizational Growth – Knowing how your employees feel about certain areas of your business can help to create tangible items that need to be changed. Feedback offers you valuable actionable data that can be implemented later for growth.

Benchmark Results – Satisfaction surveys offer a benchmark for future comparison purposes. Not only can you compare your data internally, you can look at particular results and compare them with data that is specific to your industry to determine how your company is doing in comparison to industry norms.

It is important to remember that there is a way to measure and develop staff satisfaction levels. After you have identified and measured issues, you must create an action plan, carry out those actions, and re-evaluate in the future. Positive relationships in the workplace are necessary for forward momentum and moving forward to address issues goes a long way.

Taking the time to conduct a satisfaction survey and making action steps a priority afterward will help to build a happy and engaged workforce for your business.

When you work with a recruitment company in Australia, like Recruit Shop, you receive a large group of qualified applicants that you can then interview, vet, hire, and bring on to your company. It’s an incredibly efficient process that makes it possible to spot people that are true talents, and add them to your company before your competitors do.

If that were all that was involved in recruitment, you’d have an incredibly efficient, hard working, effective workplace. But we all know that there is more to it than that, especially with small businesses that invest a higher percentage of their company’s finances into each employee.

The Forgotten Part of Recruitment

Recruitment doesn’t stop after you’ve made the hire. Recruitment continues until the day the employee quits. That is because recruitment is about getting the maximum amount from all of your talent, and to do that you have to make sure you’re continuing the recruitment process with two, very important strategies:

Onboarding

Employee Satisfaction

These two strategies are what helps you get the absolute most from all of your employees, and will maximize your recruitment efforts to give you the best return on each hire.

Onboarding for Recruitment

It starts with onboarding. Onboarding is the formal process you currently have in place to make sure that the new employee is well trained to handle the work ahead of them, and ready to handle everything your company requires.

Onboarding is going to differ from company to company, but within most companies, onboarding should involve some degree of the following:

Training – First and foremost, onboarding involves thorough and complete training. Yes, training is an investment, but there is ample evidence that training pays off in many different ways – from increasing early productivity to improving loyalty and satisfaction. Taking the time to make sure someone is thoroughly trained, no matter how skilled they are, is important.

Introductions – What does the typical business do? They introduce someone briefly to everyone in the office and move on. That can be dangerous for helping people feel comfortable. A better way is to make sure that they are able to connect with everyone once they’re brought on board, so that they feel connected to each and every person in your company, they know the names, and they know where to go if they need help.

Ins and Outs – Where is the copier? Who does someone contact if they need supplies? Who handles phone calls? What time is lunch and do people go together? These small little bits of information that can help someone feel like they are a part of the company and prepared for the day to day.

You’ll have to consider everything that makes your workplace unique and place it in your onboarding process. The more the employee is prepared to do the work and fit into the company culture effectively, the more production and loyalty you’ll receive.

Employee Satisfaction for Recruitment

Onboarding plays a role in employee satisfaction. But it is not the only component of satisfaction. You’ll still need to make sure that your employees are satisfied. The more satisfied you’re employees are, the longer they’ll stay and the more they’ll want to be productive. Satisfaction is a complex process, and deserves its own article and attention. But you can improve satisfaction through:

Pay and Benefits

Enjoyable Company Culture

Unique Offerings (Perks, Vacation, Wellness Centres, etc.)

Excellent Recruitment (Yes, Who You Hire Matters Here Too)

Skilled Management

These are some of the many factors that go into employee satisfaction. Satisfaction also affects how often you have to hire, which again relates back to recruitment. If you can improve employee longevity, you can decrease how often you hire and how powerful your recruitment efforts need to be.

No matter how you decide to address it, satisfaction is still a vital component in maximizing employee productivity, and thus recruitment.

Your Role in Recruitment

Once an employee is in your company, a lot of what they do will take place without your oversight. That’s why it’s so important to make sure you’re finding great applicants and holding excellent interviews. But recruitment doesn’t end after the hire. You’ll want to make sure that you’re continuing the process through onboarding and employee satisfaction, in order to get the most from each employee.

http://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.png00Saxon Marsden-Hugginshttp://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.pngSaxon Marsden-Huggins2015-11-18 15:30:212015-11-04 15:31:56Onboarding and Employee Satisfaction: Crucial for Small Business Recruitment

Latest posts

There tends to be a specific order to recruitment. First, a job opens up, either because someone is leaving the company or there is a specific need that a new employee can address. Then, there is some advertising. Some companies advertise on job boards, others advertise on their website, others advertise on LinkedIn, but no […]

Part of the salary negotiation process involves arming yourself with knowledge. You, as the employer, want to make an offer that is fair to the skill level of the employee, but you also want to make sure that you’re spending as little as possible. If you give a number, and the applicant comes back with […]

As part of your recruitment process, you will want to consider following up with everyone that applies to your organisation. You never know who may be your next great contributor, or who may know someone that will be. It’s important to make sure that you follow up with each person that applied quickly, even if […]

You can only hire one person. You go through the recruitment process attracting hundreds of possible applicants. You call 50 or so for a phone interview. You call back anywhere from 2 to 10 for the job interview. You call a few more for the second interview, and then select 1 from the remaining talent […]